Staffing healthcare organizations with the correct balance of permanent and temporary nurses can improve efficiency and reduce costs. High nurse turnover rates averaging 17.2% result in significant expenses to replace bedside nurses which costs an average of $48,050 per nurse. Using travel nurses to supplement permanent staff can avoid burnout and unwanted turnover while being more cost effective than overtime. Partnering with nursing staffing companies like Alliance Nurse Core allows healthcare organizations to enhance staffing accuracy in budgets and obtain the optimal staffing mix.
Merritt Hawkins 2016 Physician, PA and Nurse Practitioner Recruiting IncentivesMerritt Hawkins
An Overview of the Salaries, Bonuses, and Other Incentives Customarily Used to Recruit Physicians, Physician Assistants and Nurse Practitioners. For a full copy of the survey, click here: http://bit.ly/1UF1BqJ
An overview of the physician salaries, bonuses, and other incentives customarily used to recruit physicians, physician assistants and nurse practitioners. http://bit.ly/1jCZqQd
Have You Considered the Domino Effect of Overtime?API Healthcare
Labor’s ability to impact a hospital’s success extends far beyond the bounds of a profit and loss statement. An optimized workforce can be a force multiplier for health systems—from lowering overtime to improving staff engagement, patient satisfaction, and quality of care.
Keeping the Pediatric Population Healthy (Steve Aen)Ashleigh Kades
Speaker Presentation from U.S. News Healthcare of Tomorrow leadership summit, November 2-4, 2016 in Washington, DC. Find out more about this forum at www.usnewshot.com.
Implementing a Population Health Model (Timothy Ferris)Ashleigh Kades
Speaker Presentation from U.S. News Healthcare of Tomorrow leadership summit, November 2-4, 2016 in Washington, DC. Find out more about this forum at www.usnewshot.com.
Merritt Hawkins 2016 Physician, PA and Nurse Practitioner Recruiting IncentivesMerritt Hawkins
An Overview of the Salaries, Bonuses, and Other Incentives Customarily Used to Recruit Physicians, Physician Assistants and Nurse Practitioners. For a full copy of the survey, click here: http://bit.ly/1UF1BqJ
An overview of the physician salaries, bonuses, and other incentives customarily used to recruit physicians, physician assistants and nurse practitioners. http://bit.ly/1jCZqQd
Have You Considered the Domino Effect of Overtime?API Healthcare
Labor’s ability to impact a hospital’s success extends far beyond the bounds of a profit and loss statement. An optimized workforce can be a force multiplier for health systems—from lowering overtime to improving staff engagement, patient satisfaction, and quality of care.
Keeping the Pediatric Population Healthy (Steve Aen)Ashleigh Kades
Speaker Presentation from U.S. News Healthcare of Tomorrow leadership summit, November 2-4, 2016 in Washington, DC. Find out more about this forum at www.usnewshot.com.
Implementing a Population Health Model (Timothy Ferris)Ashleigh Kades
Speaker Presentation from U.S. News Healthcare of Tomorrow leadership summit, November 2-4, 2016 in Washington, DC. Find out more about this forum at www.usnewshot.com.
CanadianEMR - Preliminary 2007 National Physician Survey Dataalanbrookstone
Preliminary data from research conducted by CanadianEMR with support from the National Research Council of Canada. What is the impact of EMR on Wait Times for Specialist Referrals, Ability to Accept Patients in GP Practices and Overall System Productivity?
Embracing Technology, a Clear Path to Preventing Hospital Transfers - NCAOA S...RelyMD
Embracing Technology, a Clear Path to Preventing Hospital Transfers
Recent studies on the use of telehealth services within skilled nursing facilities have shown that arming staff members with 24/7 access to physicians can decrease hospitalizations by up to 11% depending on the level of engagement of the facility. Given the upcoming changes that CMS will be implementing over the next few years in regards to ratings and payout incentives, skilled nursing facilities and care providers should start to look at proven ways they can implement to improve their outcomes now.
During ‘Embracing Technology, a Clear Path to Preventing Hospital Transfers,’ RelyMD Co-Founder and Director of Virtual Health, Dr. Bobby Park explains how telemedicine can help skilled nursing facilities:
• keep their residents healthier and happier
• reduce potentially avoidable hospital readmissions
• attract new residents to their facility & gain buy-in from their family members
• reduce empty beds and save on reimbursements
• and more...
In this session, learn how a telemedicine provider would work with your facility and staff members as an additional provider of care for all of your residents.
Speaker Presentation from U.S. News Healthcare of Tomorrow leadership summit, November 2-4, 2016 in Washington, DC. Find out more about this forum at www.usnewshot.com.
A look at how WEA Trust's partnership with Amwell provides a convenient and cost-effective way to see a doctor from anywhere. 24 hours a day, 7 days a week.
Exploring data in physiotherapy - a presentation from PUK 2017Connect Health
This presentation was made by Graeme Wilkes, Consultant in Sport and Exercise medicine and Medical Director at Connect Health. It explores data in physiotherapy, with a demo of the data warehouse.
PatientCalls understands the daunting task of trying to find a medical answering service to fulfill your organizations’ patient care requirements. Therefore, we created this visual comparison checklist to be used as a tool for choosing the most sensible service provider.
EXAMPLE Benchmark – Staffing Matrix and ReflectionPerformancBetseyCalderon89
*EXAMPLE* Benchmark – Staffing Matrix and Reflection
Performance management of a healthcare institution depends on the efficient management of human resources. Having the availability of qualified personnel, productively working in the appropriate areas enhances both outcomes and quality of patient care (Thériault et al., 2019). The paper aims to discuss the benefit of adopting a staffing matrix in a healthcare setting, describes a staffing matrix plan and the changes that might be required compared to the patient census, and creating a variance report to reallocate resources according to needs.
Importance of a Staffing Matrix
A staffing matrix is an essential and indispensable aspect of the allocation and resource utilization within the healthcare setting. Numerous units adopt various staffing matrices to certify there are no replications within the unit’s employees and resources. The staffing matrices offer the advantage of providing a clear vision concerning the management of the unit’s personnel. Also, the requirements of the unit together with the policies of financial management and the allocation and resource utilization ((Dagestad & Grassley, 2019). Staffing matrix assists in determining and assigning the daily patient care and duties required in a nursing unit. It offers a clear image of the working personnel schedule to permit for an appropriate mix of nursing care to patients’ requirements instead of being reactive for each shift (Johnson-Carlson et al., 2017).
A staffing matrix assists in budget determination associated with human resources and allocation of finances and assists in preventing funds wastage. Financial principles are applied to obtain a more robust understanding of the allocation of the unit’s finances. Another importance of the staffing matrix is that it ensures enhanced patient care quality by providing highly skilled trained nursing personnel that equals patient’s understanding.
Staffing Matrix Description
The staffing matrix shown in the provided excel template lists the daily census for a week and achieves a 90% occupancy percentage. With staffing established at twelve hours shifts, the Full-Time Equivalent (FTE) direct nursing coverage aspect for a twenty-four hours duration is 4.7 nursing FTEs. Fixed staffing for this section comprises the manager, nursing in charge, and the health unit coordinator. Therefore, unit staffing will be based on the patient occupancy percentage, hours per patient day (HPPD) based on the patient understanding in this context approximated at 360, and a nurse-to-patient ratio based on patient acuity and occupancy. The initial five days of the matrix reduce the daily tally by one patient per day, commencing with 30 patients and reducing by one to 26 patients. Staffing on these five days could exhibit the requirement of one health unit coordinator (HUC), seven registered nurses (RNs) per shift, and three certified nursing assistants (CNAs). Skill blend is not a problem for the matr ...
CanadianEMR - Preliminary 2007 National Physician Survey Dataalanbrookstone
Preliminary data from research conducted by CanadianEMR with support from the National Research Council of Canada. What is the impact of EMR on Wait Times for Specialist Referrals, Ability to Accept Patients in GP Practices and Overall System Productivity?
Embracing Technology, a Clear Path to Preventing Hospital Transfers - NCAOA S...RelyMD
Embracing Technology, a Clear Path to Preventing Hospital Transfers
Recent studies on the use of telehealth services within skilled nursing facilities have shown that arming staff members with 24/7 access to physicians can decrease hospitalizations by up to 11% depending on the level of engagement of the facility. Given the upcoming changes that CMS will be implementing over the next few years in regards to ratings and payout incentives, skilled nursing facilities and care providers should start to look at proven ways they can implement to improve their outcomes now.
During ‘Embracing Technology, a Clear Path to Preventing Hospital Transfers,’ RelyMD Co-Founder and Director of Virtual Health, Dr. Bobby Park explains how telemedicine can help skilled nursing facilities:
• keep their residents healthier and happier
• reduce potentially avoidable hospital readmissions
• attract new residents to their facility & gain buy-in from their family members
• reduce empty beds and save on reimbursements
• and more...
In this session, learn how a telemedicine provider would work with your facility and staff members as an additional provider of care for all of your residents.
Speaker Presentation from U.S. News Healthcare of Tomorrow leadership summit, November 2-4, 2016 in Washington, DC. Find out more about this forum at www.usnewshot.com.
A look at how WEA Trust's partnership with Amwell provides a convenient and cost-effective way to see a doctor from anywhere. 24 hours a day, 7 days a week.
Exploring data in physiotherapy - a presentation from PUK 2017Connect Health
This presentation was made by Graeme Wilkes, Consultant in Sport and Exercise medicine and Medical Director at Connect Health. It explores data in physiotherapy, with a demo of the data warehouse.
PatientCalls understands the daunting task of trying to find a medical answering service to fulfill your organizations’ patient care requirements. Therefore, we created this visual comparison checklist to be used as a tool for choosing the most sensible service provider.
EXAMPLE Benchmark – Staffing Matrix and ReflectionPerformancBetseyCalderon89
*EXAMPLE* Benchmark – Staffing Matrix and Reflection
Performance management of a healthcare institution depends on the efficient management of human resources. Having the availability of qualified personnel, productively working in the appropriate areas enhances both outcomes and quality of patient care (Thériault et al., 2019). The paper aims to discuss the benefit of adopting a staffing matrix in a healthcare setting, describes a staffing matrix plan and the changes that might be required compared to the patient census, and creating a variance report to reallocate resources according to needs.
Importance of a Staffing Matrix
A staffing matrix is an essential and indispensable aspect of the allocation and resource utilization within the healthcare setting. Numerous units adopt various staffing matrices to certify there are no replications within the unit’s employees and resources. The staffing matrices offer the advantage of providing a clear vision concerning the management of the unit’s personnel. Also, the requirements of the unit together with the policies of financial management and the allocation and resource utilization ((Dagestad & Grassley, 2019). Staffing matrix assists in determining and assigning the daily patient care and duties required in a nursing unit. It offers a clear image of the working personnel schedule to permit for an appropriate mix of nursing care to patients’ requirements instead of being reactive for each shift (Johnson-Carlson et al., 2017).
A staffing matrix assists in budget determination associated with human resources and allocation of finances and assists in preventing funds wastage. Financial principles are applied to obtain a more robust understanding of the allocation of the unit’s finances. Another importance of the staffing matrix is that it ensures enhanced patient care quality by providing highly skilled trained nursing personnel that equals patient’s understanding.
Staffing Matrix Description
The staffing matrix shown in the provided excel template lists the daily census for a week and achieves a 90% occupancy percentage. With staffing established at twelve hours shifts, the Full-Time Equivalent (FTE) direct nursing coverage aspect for a twenty-four hours duration is 4.7 nursing FTEs. Fixed staffing for this section comprises the manager, nursing in charge, and the health unit coordinator. Therefore, unit staffing will be based on the patient occupancy percentage, hours per patient day (HPPD) based on the patient understanding in this context approximated at 360, and a nurse-to-patient ratio based on patient acuity and occupancy. The initial five days of the matrix reduce the daily tally by one patient per day, commencing with 30 patients and reducing by one to 26 patients. Staffing on these five days could exhibit the requirement of one health unit coordinator (HUC), seven registered nurses (RNs) per shift, and three certified nursing assistants (CNAs). Skill blend is not a problem for the matr ...
2Nursing Staff Shortage in HealthcareRuta Arefaine.docxrobert345678
2
Nursing Staff Shortage in Healthcare
Ruta Arefaine
Oak Point University
NUR 4642: Professional Role Transition
Professor Josette Cabatingan-Oribello
Nursing Shortage
The shortage in the nursing profession has been an issue for over several years. Especially following COVID-19 suddenly gotten worse. St. Mary Elizabeth Hospital is no exception to this growing issue. Nurses make up the majority of medical practitioners and are essential to the industry. There remains a demand for more skilled educators in the perioperative environment and less even workforce distribution. Many serious factors cause the lack of nurses. As the age increases, there is a greater necessity for medical coverage. The authenticity is that, instead of taking just one illness, senior adults typically have illnesses and founders that necessitate professional care. Overall, individuals exist lengthier, a growing ultimatum for well-being care. Many chronic illnesses that were previously fatal are now treatable (Mar et al., 2019). The baby boom generation is still at a stage where they might need more medical attention as society ages. Today, more incredible Americans than ever previously time in history are above the age of 65.
According to Haddad et al. (2022, disclosed Nursing employment is anticipated to increase by 6% during the following ten years, according to the Bureau of Labor Statistics Number Of simulations 2021–2031. The number of Nurses working in the profession is expected to rise by 195,400 from 3.1 million in 2021 to 3.3 million in 2031. When nurses retire, they get pension benefits and labor strength leave benefits which are prudently essential in the United States. More than 203,200 positions for Nursing professionals have become vacant in consecutive years. In addition, the nursing staff is shrinking. There are about one million nurse practitioners who are above 50. Thus, it shows that in ten to fifteen years, one in the workforce may be quitting. This figure includes medical faculties, which poses a unique problem since it necessitates training many more nurses with scarce assets. Constraints on admittance and a decline in the nursing practice's number of nurses can generate both results of a nursing faculty shortage.
Fewer students may register, and the curriculum's and the scholar's general superiority of education may worsen due to a condensed and forced facility. Some newly hired nurses find that the profession differs from what they had imagined after starting their jobs. Others might become employed for a while before giving up after getting overworked. The incidence of nurse burnout is tapering off after years of progressively increasing levels. Furthermore, the spectrum of the average income employee turnover, which spans between 8.8% to 37.0%, is determined by nursing discipline and locale (Rosseter, 2014). Enhancing nurses' labor conditions is insufficient. It is also essential to consider the caliber of nursing knowledge prov.
Adding it Up - Accounting for the Transformational Power of an Optimized Work...API Healthcare
The white paper, “Adding It Up: Accounting for the Transformational Power of an Optimized Workforce,” sheds light on the growing body of evidence that supports workforce optimization’s impact on staff and patient satisfaction, increased revenue and quality of care.
1
5
Research Outline
Student’s Name
Institutional Affiliation
Professor’s Name
Course
Due Date
Introduction
This paper aims to discuss a problem in the healthcare system and the possible solutions to solve the problem. Critical healthcare problems impact healthcare facilities in the United States, which stimulates procedures to please the contending necessity to provide reasonable standard care and nursing staff who offers the services. This paper aims to define the strategies and policies to discourse the contending necessity of providing safe and standard care to the sick and the needs of the workers who provide the services. The paper also outlines an issue in healthcare and any influence factors within the healthcare system.
Problem Identification
The healthcare institutions' major goal is to provide the target populations with standard, actual, and better patient care possible, but the healthcare providers scarcity impacts this aim's accomplishment. The rise of nurses’ scarcity influences medical care delivery to the sick and healthcare organizations' financial growth. Varying nurse-to-patient percentage compromises the provision of superior care, which impacts patients’ safety and outcomes.
Background
The nursing scarcity began in 1998 and not only continues but is to become worse. The root of the current shortage is three-fold; an inadequate supply of nurses, an elderly population, and an elderly employee. The baby boomers are going to their golden years. Between 2010 and 2030, one in every five individuals will be a pensioner. The internal sources of nursing scarcities comprise; increased obligation for unlicensed employees, long working periods, and remuneration problems.
Problem Analysis
The current research reveals that nursing shortage can be the contributing aspect that forces the medical providers to be allocated a large number of patients to a medical provider. The contending necessity of the medical care personnel is the main issue affecting the nursing shortage, which requires a practice set by the healthcare administrations while bearing in mind the inadequate resources to gratify the necessity (Friganović et al., 2019). Thus, there is a prerequisite for establishing a strategy that stabilizes medical care money-generating needs and the workforce's contending situations. Patients might benefit from the more outstanding care the nurses provide by achieving a balance of the necessities.
DMEP is a strategy that necessitates all medical care employees to report all errors planned at fostering comprehensive ethical procedures by having Medicare employees responsible for their operations for decreasing or eliminating clinical mistakes. Nurses’ shortage influences the effectiveness of DMEP because when the work of the nurse increases due to staff shortage, the risk of health blunders becomes inevitable, which often goes unreported.
Proposed Answers to Nursing Scarcity
Strategies to increase worker wellbeing include ...
1
5
Research Outline
Student’s Name
Institutional Affiliation
Professor’s Name
Course
Due Date
Introduction
This paper aims to discuss a problem in the healthcare system and the possible solutions to solve the problem. Critical healthcare problems impact healthcare facilities in the United States, which stimulates procedures to please the contending necessity to provide reasonable standard care and nursing staff who offers the services. This paper aims to define the strategies and policies to discourse the contending necessity of providing safe and standard care to the sick and the needs of the workers who provide the services. The paper also outlines an issue in healthcare and any influence factors within the healthcare system.
Problem Identification
The healthcare institutions' major goal is to provide the target populations with standard, actual, and better patient care possible, but the healthcare providers scarcity impacts this aim's accomplishment. The rise of nurses’ scarcity influences medical care delivery to the sick and healthcare organizations' financial growth. Varying nurse-to-patient percentage compromises the provision of superior care, which impacts patients’ safety and outcomes.
Background
The nursing scarcity began in 1998 and not only continues but is to become worse. The root of the current shortage is three-fold; an inadequate supply of nurses, an elderly population, and an elderly employee. The baby boomers are going to their golden years. Between 2010 and 2030, one in every five individuals will be a pensioner. The internal sources of nursing scarcities comprise; increased obligation for unlicensed employees, long working periods, and remuneration problems.
Problem Analysis
The current research reveals that nursing shortage can be the contributing aspect that forces the medical providers to be allocated a large number of patients to a medical provider. The contending necessity of the medical care personnel is the main issue affecting the nursing shortage, which requires a practice set by the healthcare administrations while bearing in mind the inadequate resources to gratify the necessity (Friganović et al., 2019). Thus, there is a prerequisite for establishing a strategy that stabilizes medical care money-generating needs and the workforce's contending situations. Patients might benefit from the more outstanding care the nurses provide by achieving a balance of the necessities.
DMEP is a strategy that necessitates all medical care employees to report all errors planned at fostering comprehensive ethical procedures by having Medicare employees responsible for their operations for decreasing or eliminating clinical mistakes. Nurses’ shortage influences the effectiveness of DMEP because when the work of the nurse increases due to staff shortage, the risk of health blunders becomes inevitable, which often goes unreported.
Proposed Answers to Nursing Scarcity
Strategies to increase worker wellbeing include ...
HFMA Article: 5 Signs That You Can Reduce Staffing Costs and Boost Nurse Sati...Block & Tackle Marketing
See how three Care Logistics hospitals are increasing efficiency in care delivery to improve healthcare quality and nurse morale while reducing costs from overtime, agency use, and turnover. By Care Logistics CFO Samantha Platzke.
Specialist and Associate Specialist (SAS) doctors are highly experienced and highly skilled doctors working in the UK NHS. Now SAS doctors can register with their employer to be recognised as 'Autonomous Practitioners'. The GMC has published guidance on becoming a recognised Autonomous Practitioner and doctors are encouraged to develop evidence of their skills in leadership, management and research. These slides provide a clear rationale for an SAS Leadership Fellow programme to support SAS doctors in their medical careers.
Discussion 1How Competing Needs May Impact the Development of VinaOconner450
Discussion 1
How Competing Needs May Impact the Development of a Policy
For my previous discussion post, I discussed how staffing shortages can lead to burnout due to increased workloads and longer hours. Burnout has been shown to significantly increase medication errors, reduce patient outcomes, and reduce productivity which decreases the quality of patient care overall (Bakhamis et al., 2019). Nurses will also become overwhelmed working in stressful environments, creating lower job satisfaction scores and lower nurse retention (Bakhamis et al., 2019). Because of this need to prevent burnout in nurses, the policy would need to be developed to address having an adequate nurse-to-patient ratio while also balancing budget costs. Despite attempts to develop policies to help healthcare organizations, competing needs related to the workforce and lack of resources make it difficult to address the shortage.
Nursing leaders would need to develop a policy that can create a supportive environment for nurses to care for patients safely. The goal would be to improve patient outcomes and improve retention, decreasing burnout. For example, developing a policy to establish set nurse-to-patient ratios depending on the unit. Adequate staffed units have been shown to result in lower mortality rates, shorter hospital stays, and less risk for adverse risks like medication errors (Saville et al., 2019).
Specific Competing Needs that May Impact Nurse Shortages
For adequate staffing, there needs to be a balance between the funds available and the organization’s available budget so that it is sustainable while also providing the best patient outcomes. In other words, there needs to be staff and funding available for this to happen. Within my healthcare organization, we have used travelers to fill in shifts to help supplement staffing. There have been times when the number of travel nurses outnumbers staff nurses on a given shift. While these travelers provide much-needed help, they also have expensive contracts and will work a few months per their contracts. When discussing this dilemma with hospital leadership, we have been told this process is not sustainable in the long run. Instead, the hospital risks losing more money in paying travelers than losing staff nurses. According to Kelly and Porr (2018), this is an example of how the business model of healthcare can negatively impact nurses and their ability to provide safe, high-quality patient care. Over time this can increase nursing stress due to ethical dilemmas, increase burnout, and ultimately worsen staffing anyway (Kelly & Porr, 2018).
Nurses should recognize these issues as serious ethical dilemmas as patients risk subpar care due to increasing healthcare costs. Milliken (2018) suggests nurses develop ethical awareness, by challenging situations and understanding the outcomes of these actions. For example, in my healthcare organization, we have discussed how the lack of staffing can lead to increa ...
12/20/21, 3:09 PM Originality Report
https://class.waldenu.edu/webapps/mdb-sa-BBLEARN/originalityReport/ultra?attemptId=c09665ed-6675-4ef2-8b38-dcae7653516e&course_id=_169… 1/10
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%6
SafeAssign Originality Report
NURS-6053C-18/NURS-6053N-18-2021-Winter-QTR-Term-wks-1-thru-… • SafeAssign Drafts
%89Total Score: High riskJadiam Lopez
Submission UUID: 6720a9f6-c141-9b3b-84ab-a4e26a4d7490
Total Number of Reports
1
Highest Match
89 %
WK3Assgn-LopezJ.docx
Average Match
89 %
Submitted on
12/16/21
02:18 PM EST
Average Word Count
2,214
Highest: WK3Assgn-LopezJ.docx
%89Attachment 1
Institutional database (4)
My paper Student paper User paper
Student paper
Internet (5)
topgradeprofessors paperdue wikipedia
science studycorgi
Top sources (3)
Excluded sources (0)
View Originality Report - Old Design
Word Count: 2,214
WK3Assgn-LopezJ.docx
2 5 6
1
4 8 7
9 3
2 My paper 5 Student paper 4 topgradeprofessors
5
Developing Organizational Policies and Practices
Jadiam Lopez
MSN, Walden University
NURS-6053
Dr Leigh Ann Farmer
12/16/2021
Nursing is among the fastest-growing occupations in the United States through the nation still faces a significant shortfall of qualified nurses. The shortage may
continue to be highly essential due to the aging population. The U.S. is speculated to go through a shortage of Registered Nurses which is expected to maximize as
baby boomers age and the need for health care maximizes. The Registered Nursing workforce is speculated to grow from 2 million in 2019 to 3 million in 2029, a rise
of 220,000 and 7%. Impact of Nursing Shortages in an Organization In 2014, a study was conducted in American hospitals regarding the nursing shortage. They found
that a rise in nurses; workload by one patient maximized the possibility of dying in 30 days of admission by 7%. The researchers as well found out that each 10% rise
in bachelor’s degree nurses was related to a drop in patient death by 7% (Haddad, Annamaraju, & Toney-Butler, 2020). Insufficient nurse staffing is as well associated
with high patient mortality rates. In facilities with a limited number of nurses, the mortality risk for patients tends to be about 6% more on units that were under-
staffed in comparison to the well-staffed units. When a nurse’s workload is high due to high patient turnover, mortality risk as well tends to rise. Based on a study con-
ducted by the American Association of Colleges of Nursing (2020), there tends to be 4.9 fewer death in 10000 patients on intensive care units that are staffed with a
high percentage of nurses with bachelor’s degrees. Summary of the articles
The article by Mark et al. (2019) aims to deal with the identified causes of the nursing shortage in health care facilities and other nations. According to the findings of
this study, the nursing shortage causes tend to be multifaceted without worldwide or local evaluation of its nature, inefficient planning and use of accessible nursing
1
2
...
12/20/21, 3:09 PM Originality Report
https://class.waldenu.edu/webapps/mdb-sa-BBLEARN/originalityReport/ultra?attemptId=c09665ed-6675-4ef2-8b38-dcae7653516e&course_id=_169… 1/10
%83
%6
SafeAssign Originality Report
NURS-6053C-18/NURS-6053N-18-2021-Winter-QTR-Term-wks-1-thru-… • SafeAssign Drafts
%89Total Score: High riskJadiam Lopez
Submission UUID: 6720a9f6-c141-9b3b-84ab-a4e26a4d7490
Total Number of Reports
1
Highest Match
89 %
WK3Assgn-LopezJ.docx
Average Match
89 %
Submitted on
12/16/21
02:18 PM EST
Average Word Count
2,214
Highest: WK3Assgn-LopezJ.docx
%89Attachment 1
Institutional database (4)
My paper Student paper User paper
Student paper
Internet (5)
topgradeprofessors paperdue wikipedia
science studycorgi
Top sources (3)
Excluded sources (0)
View Originality Report - Old Design
Word Count: 2,214
WK3Assgn-LopezJ.docx
2 5 6
1
4 8 7
9 3
2 My paper 5 Student paper 4 topgradeprofessors
5
Developing Organizational Policies and Practices
Jadiam Lopez
MSN, Walden University
NURS-6053
Dr Leigh Ann Farmer
12/16/2021
Nursing is among the fastest-growing occupations in the United States through the nation still faces a significant shortfall of qualified nurses. The shortage may
continue to be highly essential due to the aging population. The U.S. is speculated to go through a shortage of Registered Nurses which is expected to maximize as
baby boomers age and the need for health care maximizes. The Registered Nursing workforce is speculated to grow from 2 million in 2019 to 3 million in 2029, a rise
of 220,000 and 7%. Impact of Nursing Shortages in an Organization In 2014, a study was conducted in American hospitals regarding the nursing shortage. They found
that a rise in nurses; workload by one patient maximized the possibility of dying in 30 days of admission by 7%. The researchers as well found out that each 10% rise
in bachelor’s degree nurses was related to a drop in patient death by 7% (Haddad, Annamaraju, & Toney-Butler, 2020). Insufficient nurse staffing is as well associated
with high patient mortality rates. In facilities with a limited number of nurses, the mortality risk for patients tends to be about 6% more on units that were under-
staffed in comparison to the well-staffed units. When a nurse’s workload is high due to high patient turnover, mortality risk as well tends to rise. Based on a study con-
ducted by the American Association of Colleges of Nursing (2020), there tends to be 4.9 fewer death in 10000 patients on intensive care units that are staffed with a
high percentage of nurses with bachelor’s degrees. Summary of the articles
The article by Mark et al. (2019) aims to deal with the identified causes of the nursing shortage in health care facilities and other nations. According to the findings of
this study, the nursing shortage causes tend to be multifaceted without worldwide or local evaluation of its nature, inefficient planning and use of accessible nursing
1
2
...
The Top 3 Benefits of Acuity-Based Staffing for Your OrganizationAPI Healthcare
In the past, acuity-based systems were known to be highly subjective, inconsistent and unreliable. Today, however, these systems can be much more consistent and accurate, based on scientific data, practice evidence and the ability to pull information directly from a single source of truth, the electronic health record (EHR).
Deep Leg Vein Thrombosis (DVT): Meaning, Causes, Symptoms, Treatment, and Mor...The Lifesciences Magazine
Deep Leg Vein Thrombosis occurs when a blood clot forms in one or more of the deep veins in the legs. These clots can impede blood flow, leading to severe complications.
Health Education on prevention of hypertensionRadhika kulvi
Hypertension is a chronic condition of concern due to its role in the causation of coronary heart diseases. Hypertension is a worldwide epidemic and important risk factor for coronary artery disease, stroke and renal diseases. Blood pressure is the force exerted by the blood against the walls of the blood vessels and is sufficient to maintain tissue perfusion during activity and rest. Hypertension is sustained elevation of BP. In adults, HTN exists when systolic blood pressure is equal to or greater than 140mmHg or diastolic BP is equal to or greater than 90mmHg. The
CHAPTER 1 SEMESTER V - ROLE OF PEADIATRIC NURSE.pdfSachin Sharma
Pediatric nurses play a vital role in the health and well-being of children. Their responsibilities are wide-ranging, and their objectives can be categorized into several key areas:
1. Direct Patient Care:
Objective: Provide comprehensive and compassionate care to infants, children, and adolescents in various healthcare settings (hospitals, clinics, etc.).
This includes tasks like:
Monitoring vital signs and physical condition.
Administering medications and treatments.
Performing procedures as directed by doctors.
Assisting with daily living activities (bathing, feeding).
Providing emotional support and pain management.
2. Health Promotion and Education:
Objective: Promote healthy behaviors and educate children, families, and communities about preventive healthcare.
This includes tasks like:
Administering vaccinations.
Providing education on nutrition, hygiene, and development.
Offering breastfeeding and childbirth support.
Counseling families on safety and injury prevention.
3. Collaboration and Advocacy:
Objective: Collaborate effectively with doctors, social workers, therapists, and other healthcare professionals to ensure coordinated care for children.
Objective: Advocate for the rights and best interests of their patients, especially when children cannot speak for themselves.
This includes tasks like:
Communicating effectively with healthcare teams.
Identifying and addressing potential risks to child welfare.
Educating families about their child's condition and treatment options.
4. Professional Development and Research:
Objective: Stay up-to-date on the latest advancements in pediatric healthcare through continuing education and research.
Objective: Contribute to improving the quality of care for children by participating in research initiatives.
This includes tasks like:
Attending workshops and conferences on pediatric nursing.
Participating in clinical trials related to child health.
Implementing evidence-based practices into their daily routines.
By fulfilling these objectives, pediatric nurses play a crucial role in ensuring the optimal health and well-being of children throughout all stages of their development.
How many patients does case series should have In comparison to case reports.pdfpubrica101
Pubrica’s team of researchers and writers create scientific and medical research articles, which may be important resources for authors and practitioners. Pubrica medical writers assist you in creating and revising the introduction by alerting the reader to gaps in the chosen study subject. Our professionals understand the order in which the hypothesis topic is followed by the broad subject, the issue, and the backdrop.
https://pubrica.com/academy/case-study-or-series/how-many-patients-does-case-series-should-have-in-comparison-to-case-reports/
The Importance of Community Nursing Care.pdfAD Healthcare
NDIS and Community 24/7 Nursing Care is a specific type of support that may be provided under the NDIS for individuals with complex medical needs who require ongoing nursing care in a community setting, such as their home or a supported accommodation facility.
One of the most developed cities of India, the city of Chennai is the capital of Tamilnadu and many people from different parts of India come here to earn their bread and butter. Being a metropolitan, the city is filled with towering building and beaches but the sad part as with almost every Indian city
Global launch of the Healthy Ageing and Prevention Index 2nd wave – alongside...ILC- UK
The Healthy Ageing and Prevention Index is an online tool created by ILC that ranks countries on six metrics including, life span, health span, work span, income, environmental performance, and happiness. The Index helps us understand how well countries have adapted to longevity and inform decision makers on what must be done to maximise the economic benefits that comes with living well for longer.
Alongside the 77th World Health Assembly in Geneva on 28 May 2024, we launched the second version of our Index, allowing us to track progress and give new insights into what needs to be done to keep populations healthier for longer.
The speakers included:
Professor Orazio Schillaci, Minister of Health, Italy
Dr Hans Groth, Chairman of the Board, World Demographic & Ageing Forum
Professor Ilona Kickbusch, Founder and Chair, Global Health Centre, Geneva Graduate Institute and co-chair, World Health Summit Council
Dr Natasha Azzopardi Muscat, Director, Country Health Policies and Systems Division, World Health Organisation EURO
Dr Marta Lomazzi, Executive Manager, World Federation of Public Health Associations
Dr Shyam Bishen, Head, Centre for Health and Healthcare and Member of the Executive Committee, World Economic Forum
Dr Karin Tegmark Wisell, Director General, Public Health Agency of Sweden
2. The Problem
• 17.2% Turnover rate for bedside nurses
• $48,050 Cost to replace a single bedside nurse
• 2.5% Healthcare employment rate is high
• 10% One-third of hospitals report RN =>
• 85 Average days to recruit a Registered Nurse
(Sources: BLS, 2016; RN Turnover, 2016; NSI, 2016)
(Source: NSI, 2016)
3. • 43 percent of newly licensed nurses who work in hospitals leave their jobs
within three years.
• 33.5 percent resign after two years and 17.5 percent work for only one year.
• Nurses who work more than 12 hours in a single shift; more than 40 hours a
week are likely to leave the nursing workforce within a year.
• Overtime is costly and should not be common.
• Errors are significantly affected by work duration, overtime and hours worked
per week (Rogers et al., 2004)
The Problem
4. As population ages, 2.3 million new health care
workers by 2025 required
400,000 new nursing assistant positions and nearly
51,500 new nurse practitioner openings, but there will
not be nearly enough skilled workers to fill those roles.
Inadequate number of graduates to replenish retiring
nurses
Consider the effects of turnover, patient safety, and
cost when fewer nurses handle larger patient
volumes. Errors and poor outcomes may result in
costly extended stays and unnecessary readmissions.
(Source: Mercer Consulting)
5. According to Faller, Dent, and Gogek (2018) a
full cost comparison indicated a higher costs
for core staff nurses versus travel nurses. Core
staff nurse costs were as much as 10 % greater
than the ‘bill rates’ for travel nurses.
6. The Solution
Partner with Alliance to supplement your core staff
• The correct combination of Contract and PRN staff can improve staffing efficiencies.
• Travel Staff are typically more cost effective than overtime for regular staff.
• Use travel staff to avoid burnout and unwanted turnover.
• Seek to match non-productive staff hours with travel staff hours
• Work with Alliance Nurse Core to enhance staffing accuracy in operating budgets.
7.
8. Contact Information
Atlanta Office
1572 Highway 85 N
Suite 209
Fayetteville, GA 30214
Abel Pestana
(770) 907.7711 office
(770) 692.6561 fax
Birmingham Office
429 Green Springs Highway
Suite 161-242
Birmingham, AL 30209
Dr. Michael L. McEachern. Ed.D, LFACHE
(205) 207.7722 office
(770) 692.6561 fax
www.rnanc.com
